Leadership is the way in which a person influences others to work to a particular goal. In most cases the leadership of a company or organization determines the success the company will achieve. In order for leader to achieve the goal of managing successful company, one must put must have various qualities that make him influential.
Result oriented leadership follows the ability by the given leaders to understand the flow of cost as well as the available resources, mainly in terms of labor. Maximization of profits is necessary though it is a difficult achievement to come by. Human resource experience entails understanding the need to develop a friendly environment through which the given individual can come up with effective control of the available resources.
Integrating the workers in following the common objective is more important than any other approach within the business environment. Business leaders understand the prevailing factors and how the interplay of these factors could brings about the achievement of the set goals. A good business leader will use the available resources with the aim of settling dues. Additionally, the leader integrates all the human resources in implementation of specific factors, which are projected to bring about maximum gain from the available material inputs.
Aspect of shared reasoning is important. Planning is always easy. However, developing a resilient mind enhances the leader to follow every plan systematically with the employees so that the feasibility lies within attainable range. This aspect is essential in the reduction of pressure and blame in case the business fails to achieve the set goals (Rowe 2007).
As various studies indicate, especially in cases where leaders are entitled to lead many employees such as a football manager, taking the same psychological position with the employees is very important. Leadership requires pragmatism such that the given players are able to develop a mentally shielded approach. The leader will not have much expectation from their team. However, they concentrate with affective communication to ensure that the leaders understand their role in addressing various required tasks within the organization (Northouse 2007).
One can choose from various styles of leadership depending on his role in leadership and the people he is working with. There are three major styles of leadership, namely; autocratic, patneristic and democratic leadership. In autocratic leadership, the leader has maximum control of the place; his major role is to make the rules while others follow those rules. In patneristic type of leadership, the manager makes decisions consider the plight of the workers. Negotiations are important in this kind of leadership. The third type of leadership style is the democratic style. in this style of leadership, workers are allowed to make tier own decisions on matters concerning the business. Mistakes are likely to occur in this type of leadership because many workers lack the experience to make liable decisions.
In mountain west plans Inc, the major type of leadership demonstrated is the patneristic kind of leadership. Evelyn Gustafson, who had worked her way from a local customer care representative to a manager in the company, very understood with the employees. She was very considerate and gave employee issues the first priority. She understood the plight of the employees because she had started as one of them. She was an inspirational leader to the workers and asked them to place themselves in the subscribers’ shoes. Because of her compassion and mercy with the workers, the workers loved her and did their best in their jobs. With this kind of attitude from the workers the workers the turnover rate improved by 10%. However, her attempts to motivate the workers meant that the workers were paid highly (Lamb and McKee 2004). There lacked a system to measure their output in the company and determine whether their work was worth their pay. Clients complained that the customer care representatives put them for too long on hold.
On the other hand, the new manger Erik Rasmussen who was a hardworking, determined and no joke kind of manager used the authoritarian kind of management. He was more interested in the results of the company than the plight of the employees. He came up with an important policy that measured the output of each employee. His major policy ensures that the number of calls each of them made each day gauged the customer care representatives. The number of calls made per day increased significantly.
The authoritarian style of leadership was efficient in ensuring that there is accountability in the business. Under the patneristic kind of leadership, the workers output was low. This was because the amount of work they did was not monitored and evaluated. Their leader trusted them and inspired them to work hard. However, with the authoritarian type of leadership, each workers was under pressure to meet the required target and expectations given to them by the manager. The output therefore increased. The demerits of this type of leadership style is that workers might do just what is required of them and fail to go the extra mile. The workers are less cooperative.
References
Lamb, L. F., McKee, K. B. (2004). . Mahwah, New Jersey: Lawrence Erlbaum Associates. Routledge.
Northouse, G. (2007). . (3rd ed.) Thousand Oak, London, New Delhe, Sage Publications, Inc.
Rowe, W. G. (2007). . Thousand Oaks, CA: Sage Publications
Kleiman, Lawrence S. " MANAGEMENT AND EXECUTIVE DEVELOPMENT."Reference for Business:Encyclopedia of Business(2010): n. pag. Web. 25 Mar 2011.
Gomez-Mejia, Luis R.; David B. Balkin and Robert L. Cardy (2008). Management: People, Performance, Change, 3rd edition. New York, New York USA: .
